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Please discuss briefly, thank you.
Thanks Randy
Yes i agree with you , how to overcome this topic , this problem can be solved when we use good attraction policy, that means when we intend to hire or call CV's , the ad. should be clear and detailed, and show what we need exactly, with full JD in it, since the problem hide in (random candidates , random CV's), so when we recieve right CV's then we can overcome the problem and hire the right person.
The first consideration in shortlisting an applicant is the skill set needed for the role. Series of assessments like written tests and interviews would help screen the top candidates.
For me, the company could only conclude if the newly hired employee is the right/best choice after he/she passed the probationary period with flying colors. For there are candidates who can do well in all the hiring assessments, yet he/she lacks skills to effectively pull off the role within the probationary time frame.
Therefore, hiring the right candidate is as challenging as looking for the right job in the right company.
Being a candidate and currently going through various job postings, I can suggest the following:
Avoid the cliched language and keywords. Majority of the "right talent" must be currently hired. jobs with similar keywords and content will not entice them to leave their current comfort zone, when they know they are doing the same thing currently. I am instantly drawn to or even fascinated by a not-so-formally written and quirky job posting. It excites me and makes me think that it sounds interesting and people with such mindset must also be comprising a great, creative and fun place to work at. So I personally definitely end up applying.
Secondly, make sure that the job description lists the entire details for the candidate to have a clear picture. Also if and wherever possible try to talk to the candidate over the phone to discuss the requirement and the offered benefits better.
Thirdly, we all know Linkedin is a great professional networking tool but honestly very few recruiters use it for recruiting purpose and for connecting to the right candidates. Just posting the job on linkedin is like posting it on any other portal. The candidates are all there with complete description. So given the challenging and competitive times, the recruiters can proactively connect with the right candidates in case the candidate, for some reason, has not been able to connect or go through the right job posting.
There are several wonderful answers herein already from great professionals, nothing to add
